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[quote=Anonymous][quote=Anonymous][quote=Anonymous]Salary will be the hardest to negotiate. Sign on bonus and stocks are easier.[/quote]

Same HR Leader here again...  It depends on the delta between the offered number and your number.  Some organizations have more strict/narrow salary ranges in their comp structure, and others have broader bands. Neither approach is right or wrong; there are many right ways to do this.

In my current org our philosophy is that if a candidate is the right hire after our interview process, let's not lose them over a few thousand dollars. If I'm on the HR side of this situation I'm looking at market data, internal equity (pay of others at this level and/or in similar roles) and trying to get to the candidate's number(s), or as close as I can (and then I explain where we're landing). I'd be trying to make this work, within reason.

A sign on bonus can certainly sweeten the deal but it's a one-time thing and not part of base or ongoing total comp.  Maybe it's a good bridge until you start earning on additional components of a stock options, executive rewards (STI/LTI), or some other incentive program, but it's seldom a solution and without longer term incentives, new hires can feel a bit unsatisfied with total comp in year 2.
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Just wanted to say, "YOU ARE A ROCKSTAR!"
Thank you[/quote]

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